第五章 討論
第四節 未來研究方向
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第四節 未來研究方向
一、其他組織成員的觀點
本研究雖然認為能幹程度導致工作過荷的假設獲得部分支持，但仍無法真正 排除共同方法變異存在的可能性，同時在相關分析中也發現上評能幹程度與自評 能幹程度之間雖然存在正相關，但相關係數並不高（r = .31, p < .01），且兩者與 工作過荷的關聯存在不一樣的結果，顯示被主管認為能幹與自認為能幹的員工不 完全是同一群人，這對於能者多勞現象的研究可能是重要的關鍵，究竟我們該如 何定義能幹的員工，又必須從誰的觀點出發，才能代表職場中工作能力強同時也 做得多的那群人？建議後續研究應多加考慮測量除了主管之外其他組織成員對 於員工的能幹程度評價，以及他們對能幹員工的態度、心理歷程或行為展現作為 中介變項，以增加對能者多勞現象發生原因的理解。
二、調節變項的尋找
本研究的調節假設皆未獲得支持，其根本原因可能是由於能者多勞現象存在 太多干擾變數，未來研究可以設定較嚴謹的受試者條件，多探討其他可能的影響 因子，如 Kuschel（2015）便指出了組織結構、工作特性、職責分界等因素都可 能是工作負荷增加的原因，因此工作層級高低或是工時制度設計便可能是重要的 控制變項：低層級的工作者較不能安排自己的工作步調，也許較容易受到來自上 級與同儕的要求，而上下班界線模糊或責任分界不清的行業，也較可能遇到能幹 員工需要額外加班或協助解決其他成員困難的情形。未來研究也應持續尋找其他 可能的調節變項，特別是組織制度或是員工特質，以釐清能者多勞現象發生的情 境，以及潛在的因應方式，藉此拓展此議題的知識發展。
三、非線性關係
最後，儘管本研究假設能幹程度與工作過荷為線性關係，但過去也有學者認 為兩者之間可能呈現 U 形的曲線關係（Oldroyd & Morris, 2012），亦即能幹程度
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低與能幹程度高的情況，員工最容易感受到過荷，而能幹程度適中的情形，過荷 程度則最低。建議未來研究也可以試著以非線性關係來探討能者多勞的現象。
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